HR Manager- Data Center Operations (Onsite - Greater Milwaukee / Mt Pleasant, WI)

Employee Experience / Engagement 

• Through in-person engagement and observation across the workplace and in-person relationship-building, develop clear perspective on local employee and manager experiences, areas of risk, and culture of the local area to provide necessary context and guidance to datacenter (DC) leadership and broader HR team   

• Create and execute people strategies and programs that create a positive work environment, improve employee engagement, etc., in partnership with metro leadership 

• Be a trusted, neutral resource to employees and managers in helping them seek out support on HR questions and concerns leveraging Microsoft’s HR operating model 

• Act as employee advocate by looking beyond process implementation into the lived experiences of employees, managers, and leaders 

• Provide support to employees and managers on time-sensitive, urgent questions on the spot in accordance with Microsoft policy and process 

• Be present onsite during some evenings and weekends to connect with employees and managers on evening/night shifts. 

• Partner across the HR model to foster seamless, high-quality delivery of HR services (e.g., onboarding, offboarding, statutory reporting, tracking and reporting). 

HR Community Leadership 

• Champions change management efforts across the metro and fleet, helping employees and leaders navigate change effectively through clear communication, partnership, and workforce-focused execution
• Have a regular seat at datacenter leadership and team meetings to partner and provide HR perspective on site strategy, goals, and challenges. 

• Partner with the Boydton metro leadership and HR Business Partner team to develop the broader team’s skills and capabilities, by providing training, coaching, feedback, etc. 

• Compile, share and leverage insights (anecdotal, case insights, other listening systems) with leadership and partners to propose and develop needed solutions and risk assessment plans.    

• Supports the implementation of interventions to improve leadership and team performance.  

Projects, Programs, & Initiatives 

• Design and implement specific manager capability building efforts at the site attune with the different professions, shifts, and needs. Leverage and build upon existing broader manager capability resources and efforts.   

• Identifies and implements people-focused interventions within the metro to strengthen employee engagement, manager effectiveness, and team culture, and scales best practices across the fleet

• Partner with CO+I HR Business Partners with various HR projects and initiatives. 
• Collaborate with GTA to support the recruitment and onboarding of the right workforce for the site, and collaborate with the recruiters and broader HR team. 
• Identify opportunities and engages local communities while promoting culture with stakeholders such as professional networks, schools, community-based organizations, etc. 

Crisis Management Team (CMT) and Disaster Recovery 

• Partners with the leadership team to design and orchestrate crisis management strategy, including emergency responses, disaster recovery, risk management, communications, and business continuity 

• Ensures assistance for employees by activating the company’s Employee Assistance Programs (EAPs) and employee well-being programs, during and after a crisis 

Operational Compliance & Labor Relations

• Maintain contemporary knowledge of laws, regulations, standards, emerging trends that may affect Human Resources (HR) policies and execution of these (e.g., legal signatories, court representation, health and safety, benefits, local documentation requirements).
• Ensure compliance with applicable labor laws and regulatory environment.  Provides information on questions from leadership.
• Own and manage labor relations activities for the business, partnering with leaders and employee representation stakeholders to support compliance with formal labor agreements, resolve workforce issues, and maintain effective labor‑management relationships.
• Facilitates the localization/update of policies and procedures related to managed projects and programs by analyzing trends and making recommendations to HR Business Partners; may manage and initiate the updates to policies (e.g., benefits-related) in collaboration with peer HR disciplines.

Other

• Embody our culture and values